Group Crocodile Discussion Paper

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve, the situation may boarder on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). Within the Equity theory there are three justice theories. The first of which is distributive justice, this touches on if the referent feels that the outputs are fair that are given to the employees. This comes into play

Making sure equality and diversity procedures are followed in a business environment will impacts on overall success of organisation. By recognising the strengths of differences between individuals company can get a great advantage in terms of employee motivation and clients satisfaction.

Business environments today display diversity, a numerical composition that reflects different kinds of people, such as men and women of different ethnic origins, educational experiences, and professional backgrounds (Beamish, Morrison, Inkpen, & Rosenzweig, 2003). A vast amount of organizations are emulating a diverse workforce. Fair treatment of employees is the responsibility of the human resource management team within a firm. Footsteps of past generations are the facilitating mechanism allowing today’s generation to participate in a safe and fair workplace. Specific rules and regulations assist in equal employment opportunities for every employee. The Equal Employment

The Florida state reptile is the crocodile it was named the state symbol in 1987by the state legislature the crocodile was one of the endangered animals in Florida then Florida made it law no killing alligators the crocodile is definitely worth being a symbol of Florida for all the reasons described above

The crocodile show played its last episode 10 years ago on September 4th, 2007 a year after Steve was killed when a stingray stabbed his chest while filming a documentary called The Ocean's Deadliest. The crocodile hunter was being screened in 137 countries around the world with five hundred million viewers. To people over the world Steve Irwin was the face of Australia

It is these types of conversations that will empower the Reptile community. This is the power of collaboration. As well all know, precluding special damages is not the only topic that could use this type of in-depth treatment, and so we encourage you to bring this level of collaboration to your listserv. Be the Woodpecker!

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

Today's workplace is more diverse than it has ever been in history. While the workforce has made strides in the direction of equality, it is still far from attaining total equality in the workplace. A company must value diversity. The main objectives of valuing diversity include awareness, education, and positive recognition of the differences among people in the workforce. Organizations are increasingly emphasizing group work or teamwork as a source of competitive advantage in a diverse workforce. It has been suggested that such organizations must target their recruitment efforts at applicants who are both diverse and amenable to working in teams ( Rau, Hyland 2003).

What is a crocodilian? Crocodilians are a group of reptiles from the order Crocodilia, which include alligators, crocodiles, gharials, and caimans. Did you know that the strongest bite force comes from a crocodilian? It is true. The strongest bite force comes from one of the four reptiles from the order Crocodilia. Can you guess which one? If you guessed crocodile, you are correct. To be specific, the saltwater crocodile has strongest bite force.

Managing diversity and equality effectively in the workplace is the core responsibility of any organization in the contemporary business world. Shen, Chanda, D’Netto and Monga (2009) conducted a survey whose results revealed the massive diversity within the British society in terms of ethnicity, nationality and religion. As a result, the Equality Act of 2010 was formulated and became law whose provisions focus on legal protection against discrimination based on gender re-assignment, marriage, civil partnership, age, disability, sexual orientation, religion, pregnancy and maternity, sex and beliefs (Monks, 2007). Therefore, managing diversity in the workplace is critical towards the achievement of equality and discrimination free working environment. Bhatia (2008) observed that the ability to understand, accept, value, acknowledge and celebrate differences among people with respect to race, sexual orientation, religion, age, ethnicity and mental ability within an organization is crucial in eliminating discrimination. Discrimination refers to the tendency of denying equal treatment to people believed to be members of the same social group (Ozbilgin, 2009). In other words, discrimination in the work place is related to denial of equal treatment in terms of promotion, compensation, career development, training and empowerment. Therefore, managing diversity in the work place is crucial towards the achievement of a discrimination free working environment and the

For employees, perceptions of justice in the organization are important determinants of their judgments about the organization’s environment. Many studies on organizational justice provide evidence for the value of justice perceptions in shaping an employee’s work experience including expressions of job satisfaction, turnover

Organizational justice is a concept that represents how fair employees feel they are being treated by their employer. This encompasses distributive justice, perceptions around outcomes such as pay and promotions, and procedural justice, how these outcomes are determined. Why is this important? An organization’s culture is defined by it. Organizational justice impacts employee job commitment, satisfaction, and performance. Employees perceptions of fairness will impact how successful a company is in their market. (Patrick, 2012) (Kreitner & Kinicki, 2013)

The discrimination-and-fairness paradigm is considered the “dominant way” of understanding diversity by most organizations. It attempts to remove discrimination and create employment equality by seeking to increase diversity among employees. Progress is measured by how well the company is able to meet its diversity number goals but avoids looking deeper at the reality behind the numbers. (Thomas & Ely p. 81)

Doing more research and understanding the topics this week I have been able to better identify benefits among certain organizational theories, such as employee satisfaction and diversity. Before getting into this topic diversity management “refers to the various actions organizations can take to ensure that they are treating all employees (and potential employee) fairly and that they are not discriminating” (Arvinen-Muondo & Perkins, 2013). For any organization out there, there is a responsibility when it comes to managing diversity. When I was reading the material this week this question that Edwards posed stuck with me: “how can we know when we should treat people similarly because of their similarities, and when is it more fair to treat people differently because of their differences” (Arvinen-Muondo & Perkins, 2013)? This question is one I have always had and wondered when I open my own business. It is a challenge that plays in diversity management and one a company has to figure out. Companies do need to challenge discrimination. If not it causes a lot of people many disadvantages due to race,

The term ‘organizational justice’ refers to the extent to which employees perceive workplace procedures, interactions and outcomes to be fair in nature. These perceptions can influence attitudes and behavior for good or ill, in turn having a positive or negative impact on employee performance and the organization’s success. The concept of organizational justice extends traditional models of work behaviour that tend to conceptualize job demands, job control and social support as the main factors determining individual well-being and productivity. ‘Fairness’ is